mohammad javad hozoori; mohammad ali sarlak; jahan abdi; ali ghorbani
Volume 21, Issue 3 , December 2017, , Pages 263-284
Abstract
As the goals and interests of employees wont met and satisfied through formal or informal organization structures, and they concludes that their role in organization is not recognized, they attempt to create brawl, in order to attract senior managers attentetion. The purpose of this research is to achieve ...
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As the goals and interests of employees wont met and satisfied through formal or informal organization structures, and they concludes that their role in organization is not recognized, they attempt to create brawl, in order to attract senior managers attentetion. The purpose of this research is to achieve a theory in identifying cause of organizational employees brawl, strategies for its management and also better understanding of the circumstances in organization and behavior change. This is a qualitative research based on data theory strategy. Semi- structural interview were used to gather data and Strauss-Corbin method used to analyze the data. Theoretical sampling has been done in managers group, which 16 interview were held with managers, faculty members and organization experts, who were experienced and had adequate knowledge about cause of such behaviors. Result obtained from interviews has led to designing organizational brawl theory in management. The model has been verified using Structural equation modeling and it was found that ten factors involved in creation of brawl in the organization.
Hasan Danaie Fard; aliasghar fani; sholeh zakiani
Volume 17, Issue 1 , February 2013, , Pages 133-148
Abstract
Organizational behavior is a complex of voluntary and intentional behaviors that are committed by the staffs and personnel of an organization even though they are not part of their official behaviors. The consequence of such behaviors is an enhancement of the functions and jobs of the organization. Organizational ...
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Organizational behavior is a complex of voluntary and intentional behaviors that are committed by the staffs and personnel of an organization even though they are not part of their official behaviors. The consequence of such behaviors is an enhancement of the functions and jobs of the organization. Organizational justice refers to ethical and fair behaviors of the staffs and personnel of the organization and is identified with 'equity', 'impartiality' and 'indiscrimination'. It is the organizational health that provides an opportunity for the staffs or their respective organization to perform far beyond the held expectations or their rivals. Considering these factors, the present study aimed at investigating the effect of the organizational health on organizational citizenship behaviors. It also aimed to explore the role of 'organizational healthy personality' as a moderate factor.
